(Cont’d from earlier post)
Okay, I’m back. Latte in hand.
You saw it didn’t you? I knew you would.
Problems always occur when we try to superimpose our beliefs onto others. In this case, I suspected Susan was an Xer from the language. She is explaining to people what she has observed in Gen Y. I don’t disagree with her, except that you have to recognize that everything you view is based on your own perspective.
The statement went like this: “There is an expectation within Gen Y that they should get opportunities rather than prove themselves and work hard.”
That’s the disconnect! Gen Y believes they ARE working hard and proving themselves…
As an Xer, most likely Susan holds a view of achievement being supreme. Promotion is the goal because as you move through your career, that’s how you know you’re winning. Gen X typically feels that they’ve put in their time and will be moving into the most important roles very soon.
As a matter of fact, they’re usually very skeptical because they were already supposed to move into those roles but the Boomers haven’t vacated them. They are especially skeptical of Gen Y because Y enters the workforce and expects to bust all the doors down and take the promotions that X has waited so long to get.
To an Xer (and Boomer for that matter), you can’t have expertise without experience. I think you see that evidenced in the grumbling in the workplace as well as the labeling of Millennials as lazy, ME generation, Entitled, etc. Sound familiar?
In certain roles, more experience means more expertise, but I’d argue that those walls are being quickly torn down.
Information is power, right?
Should I use leeches to get the ‘bad blood’ out as a new doctor just because a bunch of experienced doctors thought it was a good idea? Of course not! I can read and know it’s a bad idea.
Sure, Y needs your expertise, but we don’t want your experience unless we see how that experience gives knowledge we can’t attain otherwise. If you want us to see things your way, you have to connect the dots. Right now, Seems like there were tons of experienced people who told a certain guy he couldn’t run a 4 minute mile…after all, no one had done it…he didn’t have the experience…
To Gen Y, promotions and advancement should be based on performance…right now, not over the last 13 years…and if I’m killing it more than you, I should get it (Don’t worry, I’ll be bored in 6 months and you can have it then!).
My goal here is not to bash her or Gen X. As a matter of fact, I applaud her for trying to understand what makes Gen Y tick and the more people are willing to put their perspectives out there, the easier it’s going to be to get things done. That’s where we’re headed with these posts.
There are 4 distinct generations in the workplace today.
That’s never happened before. No wonder there’s such grief over Gen Y. Xers thought they would only have to deal with Boomers and then eventually hand over the reigns to Gen Y in their golden years. Uh oh! Missed it on that one.
My goal: Help Gen Y navigate their careers and step on a few less landmines.
Let’s talk about where to go from here, shall we? Xer hang on, I promise I’ll try to redeem myself…